Written by: Michelle Sherbun, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Many of us have made choices in our lives that weren’t easy, but they were the right thing to do. It takes courage to do the right thing. As leaders, we make choices in our organizations that can be difficult. However, the choices we make to authentically support our employees are “the right thing” to do and demonstrate genuine curiosity and commitment to unlocking potential. While the research below (from Team Clock) speaks to workers in the United States, it serves as a reminder to all leaders of the importance of embracing employee engagement.
How familiar are these stories to you?
Imagine, as an employee of XYZ Organization, you’ve just learned that your company made a decision in direct conflict with the values they espouse as an organization. These values were the very reason you decided to join the company. Now, what do you do?
You’ve been assigned a new project on top of your already full plate. No one spoke to you about the new assignment. It was simply assumed you could do it. You’re already stressed to the max, and you don’t know where this fits into your priorities. Now, what do you do?
You know the company is struggling with a service delivery model. You have some creative ideas about how to fix it AND make the work easier for everyone involved. But no one asks you and they don’t seem to be interested in what you have to say anyway. Now, what do you do?
Management doesn’t take time to communicate with the team. You don’t know what’s happening outside your scope of work. How does it fit in with everything else the organization is doing? Why are you doing what you do? How does it impact the bigger picture? It feels like they’re hoarding information. Is it bad news or good news? You’re quickly losing trust in the people you report to? Now, what do you do?
You’re bored with your job. You have so many talents to share and so much you’d like to learn. But no one offers you new opportunities – even when you’ve asked. Now, what do you do?
Leaders – wake up! Whether you are in the front office or leading a department or project team, your very role demands you nurture a courageous, interdependent organization that stimulates curiosity; thrives on creativity, and builds trusting relationships through collaboration and connection.
Remember:
Leadership isn’t just a title. It’s a way of viewing your role in the world. Great leaders nurture curiosity and create opportunities to grow and learn throughout their organization. Leaders committed to continuous learning ensure employees feel psychologically safe in their jobs. This sense of safety invites diverse perspectives and encourages risk. It nurtures a culture of curiosity. Standing up for yourself can be exceptionally risky in an organization that is perceived as deaf to others’ ideas and concerns. Unfortunately, this lack of engagement contributes to quiet quitting. Are you genuinely curious? If so, how do you work with your team to actively engage them in testing new ideas and exploring options?
Effective leaders invest in people. True leadership demands a vision rooted in strong values. If those values are central to the leader, the person you see at work is the same person who shows up at home and with friends. They understand the value of building genuine relationships. And because relationships are a priority, effective leaders invest in their organization’s greatest asset ‒ its people. They align employees with the right jobs, ensure they have the tools and resources needed to succeed, and provide opportunities for employees to grow personally and professionally. Effective leaders know that clearing roadblocks encourages creative problem-solving and improves performance.
Can you articulate your values? Are those values communicated and demonstrated every day?
Authentic leaders are trusted. As we all know, trust is hard-earned and easily lost. Providing a vision that consistently seeks input to address change and uncertainty will keep communication active and real. How does this show up? Here’s an example.
Doctors make their rounds in hospitals to check on their patients and speak with the medical teams. Their “rounding” keeps communication flowing and personalizes care. Leaders who round demonstrate they are committed to connection and interdependency throughout the organization. The very act of rounding communicates how valuable each person’s role is to the collective vision.
Your employees may not always agree with you, but if they know you have sought out their opinions, you have heard what they said, weighed their ideas, and communicated a decision after carefully considering their input, they will trust you and the process.
Do you give your team the confidence they need to deal with uncertainty? Do they know you have their backs?
Michelle Sherbun, Executive Contributor Brainz Magazine
Michelle Sherbun came to her career first as a vocalist and an actor. And while she no longer performs, the listening and improv skills she honed on stage became the foundation for the leadership coaching she does today. Whether partnering with an individual leader or working with a nonprofit or business team, she taps and nurtures their courage, curiosity, and creativity to create the possible. Her favorite question: WHY?
